THE BIG DEBATE: WORK FROM HOME VS. RETURN TO THE OFFICE
Every time I see an article on best practices or “what the research says” about remote work versus in the workplace, I shake my head a little. I don’t consider the topic a this or that scenario. It’s been my experience our culture wants one answer for the best way to do something. It’s no different when we look at fitness or nutrition. I see people grasping for the best workout and the best way to eat. Regardless of the topic at hand, my response is this: “It depends.” Or sometimes I prefer to say, “It’s complicated.” Very few people want to admit that the answer is gray.
Personally, I see value in both scenarios. I think adults should have some flexibility to attend to their personal and familial needs. I also see value in being a part of an in-person culture where communication can improve and creativity, collaboration and innovation can flourish within the group.
Fun Fact: In my recent reading, author Nicholas Boothman, an expert in communication and making meaningful connections, states that 55% of communication occurs as body language. He goes on to say that gestures (not words) are true indicators of reactions. I think we’ve all been a part of one (or many) virtual meetings, where it’s nearly impossible to read the room. Energy can feel (or fall) flat.
I think the million-dollar question is this: how do we find a flow, strike a balance or most importantly establish a rhythm between remote work and onsite work that creates a win-win for all involved?
You may be reading this and making assumptions about my perspective because I’m self-employed ... but let me remind you that I’m also an employer. 😉 I, too, am navigating this conundrum.
As I draft this month’s message, and reflect on the topic, I want to let you know that I don’t have all the answers, and that I don’t necessarily agree with all the headlines. I think neurodiversity – the idea that different brains require different things (in this case, environments) to be successful – is real. This is not a deficit, it’s simply a need.
As I say in health coaching, I see value in having a plan – as well as flexibility within that plan. I’m also all about a trifecta of wins ...
What’s the win for the employer?
What’s the win for the employee?
What’s the win for the culture and mission?
Perhaps this is a great place start. Ask a lot of questions and get it all out on the table for consideration.
When in doubt, I like to come back to the human hierarchy of needs. People must be able to take care of their basic needs, they need to feel safe, they yearn to belong, they desire to have some freedom (autonomy) and they aspire to become self-actualized, or a best version of themselves. Source: Maslow’s Hierarchy of Needs
As always, I welcome further discussion and exploration of what’s possible. At Wellness Collective, we are people serving people and I’d love nothing more than to connect with you and your workplace around this topic or any positive changes you’re looking to nurture. Health & Happiness at Work – let's make it happen!
Author: Katy Tombaugh